| In recent years,third-party payment industry policies have been frequently implemented,and the market has gradually become standardized.Since the early days of its establishment,third-party payment companies have paid too much attention to immediate benefits,and the problems caused by the lack of human capital investment have also become increasingly prominent.After experiencing explosive growth,the transaction scale of the third party payment is increasing,but the transaction growth rate is gradually decreasing,from rapid development to slow development.To this end,the relevant departments of the third-party payment business began to develop a new performance management system to deal with the internal control problems brought by market changes,improve the enthusiasm of employees,and create more value for the enterprise.This study takes the risk management center of Company B as the research object,and studies the performance management structure and methods of the risk management center of Company B through literature research method,questionnaire survey method and interview method,and finds the problems in the performance management of the management center: first of all,the implementation process of performance management is not standardized;Secondly,the results of employee performance appraisal are unfair;Thirdly,the incentive effect of performance results is not obvious;Finally,there are barriers to communication and feedback between employees and leaders.Through the further analysis of the problem,it is found that the cause of the enterprise’s deviation to the concept of performance management;Unreasonable setting of performance appraisal index and weight;The application of enterprise performance appraisal results is too simple;Due to the lack of effective performance communication and feedback mechanism,four suggestions are proposed to optimize the performance management of risk management center of Company B.Firstly,to strengthen the promotion and training of performance management for all staff of risk management Center;Secondly,based on KPI assessment method,the performance assessment indicators of risk management center are redesigned,and the weight of performance assessment is assigned by multiple weighting method.Thirdly,the results of performance appraisal should be applied to performance pay,salary adjustment,job promotion,annual evaluation and training.To the end,promote the comprehensive communication of performance management,and implement the implementation process and results of performance management on the basis of system guarantee,personnel guarantee and organizational guarantee.This study can not only deeply understand the current situation and causes of performance management of risk management center of Company B,but also propose targeted solutions,which can effectively help the management center to actively establish a comprehensive performance management system,activate the working motivation of employees and improve the output per capita output,promote the sustainable development of Company B,and provide certain reference experience for the optimization of performance management in the same industry. |
